Hidden Struggles of Gen Z: Overcoming Low Confidence and Commitment after Appraisals

Picture this, you are fully dressed for your one on one with your manager. Nervously waiting for the clock to hit 11:00. You are rechecking your pitch and gathered all the achievements you can from past year, your hands are fidgeting with trembling pens and heart is racing as anxiety floods the room.

It's appraisal day, the day when we are inexorably judged not only on our professional prowess but also on our very worth as individuals. It's no wonder that confidence wanes, and commitment falters under the weight of such high-stakes scrutiny.

Have you ever wondered how does performance appraisal affects the self-worth of an individual? Self-concept is the perception, beliefs, and attitudes an individual holds about themselves. It is essentially self-esteem, self-image, self-efficacy, and identity all together. Employees with a strong sense of self are more likely to take on challenging tasks, persist in the face of obstacles, and exert greater effort to succeed. Moreover, self-concept is closely related to job satisfaction and productivity as well.

Potential of negative self-concept?in performance appraisals, a topic often overlooked and buried beneath the piles of corporate jargon and bureaucratic procedures that seem to suffocate the air in modern workplaces. But what if I were to tell you that behind those neat rows of polished cubicles and power suits, there lies a hidden struggle that affects not only the morale and growth of employees but also the overall effectiveness of performance appraisals? And more so in our upcoming genZs? I want to show you a Gen Z perspective?and uncovering the veil that shrouds the true nature of low confidence and commitment after?appraisals, exposing a landscape fraught with uncertainty, doubt, and a desperate longing for validation.

But why is it that something as seemingly straightforward as a performance appraisal can trigger such profound self-doubt and unease? The answer lies in a delicate balance between subjective evaluation and objective measures of performance. Self-doubt and low self-esteem can be prevalent in individuals across generations, but there are several factors that may contribute to their heightened prevalence among Generation Z?-

A. Generation Z has grown up in an era dominated by social media, where curated images of success and happiness are constantly on display. Comparing oneself to these idealized representations can lead to feelings of inadequacy and low self-esteem

B. Generation Z often faces pressure to excel academically and achieve success in their careers at a young age.?The pressure to excel in all areas of life, from academics to extracurricular activities to personal relationships, can lead to unrealistic standards and heightened self-criticism.

C. Many members of Generation Z have entered adulthood during periods of economic instability, such as the aftermath of the 2008 financial crisis or the challenges posed by the COVID-19 pandemic. Economic uncertainty can exacerbate feelings of self-doubt and low self-esteem, as individuals may worry about their future prospects and financial security.

D. Generation Z is more susceptible to online bullying and cyberbullying. Negative interactions online can significantly impact self-esteem and contribute to feelings of self-doubt and worthlessness.

?

Understanding the Impact

We?want?to hear that our efforts are noticed and valued. However,?when the appraisal system is marred by biases, inconsistencies, or lack of transparency, the fragile facade of self-assurance crumbles, leaving behind a deep-seated feeling of inadequacy.?I remember when I had my first performance appraisal, it was as if nothing else matter, no merit, no bonus just the measure of how valuable I am to the company. We had a 4-rating system from inconsistent?to good to strong to exceptional. I got the strong rating, which I hear was amazing and “the best you could have got” but I was really disheartened to not get the very top one. Why was I not exceptional? Did I not do enough? What more could I do? But the only answers I got were “exceptional is a myth”, “You cannot possibly get this in your position”. When the rating was out of my reach suddenly all motivation to do better turned into questioning if my efforts even matter to the company.

This question of how valuable an employee is to the company is key factor towards employee’s self-esteem. If there is no perceived?value an employee holds then they develop low self-concept. Furthermore, the detrimental impact of low confidence and commitment in appraisals ripples beyond the individual level, seeping into the very foundation of organizations. Employees who harbor doubts about their abilities are less likely to take risks, explore innovative approaches, or seize opportunities for growth.?They end up doing the bare minimum. A vicious cycle ensues, perpetuating a culture of mediocrity and dampening the potential for remarkable achievements. The resulting disengagement not only hampers individual progress but also impedes the overall success and competitiveness of the organization itself.?

Can organizations break free from the chains of self-doubt and inspire a culture that nurtures talent, rather than stifles it? Of course it can! Be prepared to challenge your preconceived notions and venture into the realm of uncertainty with an open mind. Through our investigation, we will delve into the psychology of performance appraisals, examining the intricate web of factors that influence an individual's perception of themselves and their work.?The approach to performance appraisals takes in account the self-concept of employees to?forge a new path—one that empowers and uplifts, where performance appraisals become an opportunity for growth rather than a source of dread. It's time to unveil the hidden struggles and embark on a quest towards a more confident and committed workforce, one appraisal at a time.

The other side of the coin: How can managers address the impact of low self concept on performance.

Low self-confidence and commitment due to negative performance reviews doesn’t just hurt the employees, it equally hurts the overall functioning?of the company from breaking of psychological contract to employee turnover.

Employees these days, face numerous challenges that can impact their self-confidence and ultimately affect their performance. Employees with low self-esteem may doubt their abilities, second-guess their decisions, and struggle to take initiative in the workplace. These negative perceptions of oneself can significantly hinder performance, leading to decreased productivity, increased stress, and reduced job satisfaction.

As managers, it's crucial to recognize and address the impact of low self-concept on employee productivity and well-being. By providing support and guidance, managers can empower their team members to overcome self-doubt and unlock their full potential.

?

1. Setting Realistic Goals

When faced with appraisals, doubts and insecurities can arise, making it challenging to maintain commitment. Employees who perceive appraisals as fair and constructive are more likely to exhibit higher levels of commitment to their organizations and personal growth. This highlights the importance of creating a supportive and engaging appraisal environment. By understanding the significance of commitment in appraisals and implementing effective appraisal practices, organizations can create a culture of continuous improvement and commitment.

To foster commitment during appraisals, it is essential to provide employees with a clear understanding of their roles, expectations, and growth opportunities. This can be achieved through transparent communication, feedback, and development plans. Additionally, organizations can promote commitment by offering training and development programs that enhance employee skills and competencies. This empowers employees to excel in their current roles and take ownership of their career growth. By investing in employee development and creating an environment that values commitment, organizations can harness the full potential of their workforce and drive overall success. Visit The Society for Human Resource Management's website for more information on effective appraisal strategies and commitment in the workplace.

2. Creating a Supportive Environment

One of the most effective ways for managers to address the impact of low self-concept on performance is by creating a supportive and encouraging work environment. By acknowledging employees' strengths and accomplishments, managers can help boost their confidence and motivation to excel in their roles. Additionally, fostering a culture of psychological safety where employees feel comfortable expressing their concerns and seeking support can contribute to a positive work environment.

By demonstrating empathy, compassion, and understanding, managers can create a safe space for employees to discuss their concerns and seek assistance. Active listening, encouragement, and reassurance can help employees feel valued and supported, boosting their confidence and resilience in the face of adversity.

3. Creating Development Opportunities

Supporting the professional development of employees, especially during performance appraisals, is crucial for their growth, learning, and career advancement. It involves providing opportunities for ongoing development, participating in training programs and workshops, and embracing new challenges to expand skill sets, ultimately fostering confidence and commitment.

As managers, it's essential to encourage and facilitate continuous professional development among employees. Sometimes when fighting through low self-concept, even star performers may not be the best judge of their growth opportunities. By actively engaging in this process, managers can propel their growth and give them the confidence to take on the journey. ?It enables employees to explore their interests, passions, and areas of expertise beyond their current roles, broadening their horizons and finding greater satisfaction in their work.

Isolation can be devastating when dealing with low self concept, development opportunities that offers employees the chance to network and collaborate with like-minded professionals?can help create the support system they need. Attending conferences, seminars, and workshops allows them to expand their professional network, exchange ideas, and gain insights from others in their industry, fostering creativity and innovation.

Conclusion

In the contemporary workplace, the annual performance appraisal emerges as a critical juncture, particularly for Generation Z employees, whose struggles with low confidence and commitment post-appraisals are deep rooted. We discussed the nuanced terrain of self-concept and its profound implications on an individual's professional journey, revealing how subjective evaluations and the quest for validation can significantly impact job satisfaction, productivity, and ultimately, personal growth.

?By advocating for a more empathetic, supportive, and development-focused approach, we can not only navigate hidden struggles faced by the younger workforce but also chart a path forward for organizations aiming to cultivate a culture of empowerment, innovation, and sustained engagement. It’s time to rethink traditional appraisal mechanisms, ensuring they serve as a catalyst for growth rather than a source of dread, thereby unlocking the full potential of every employee and steering organizations towards greater inclusivity and success.

For companies, it's vital to regularly assess their strategies and adapt to stay relevant in the ever-changing business landscape. By being proactive and continuously seeking improvement, businesses can position themselves for long-term success while supporting the professional growth and development of their employees.?